Conflict Management Strategies Inc - Administration

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1 Conflict Management Strategies enewsletter Vol IV, Issue 18, September 2008 Reading: Top 11 Workplace Myths and 1 Truth Action Tools Ask Carol That's Worth Repeating Blog Announcement enews Archive Recommended Reading Where's Carol?? We spend so much of our waking hours at work for it to be an uncomfortable, stressful place. I want to help you bring your best to the workplace and handle sticky situations gracefully and improve your working relationships. These Conflict Management Strategies are intended to help you accomplish that. In my work with employers of all sizes, the following 12 myths come up over and over and over again. The result is unhappy, stressed-out employees and management. Take a look at the list. You will see myths held by employees as well as managers and owners. To see what to do to debunk the myths in your workplace, check out the Action Items below. Myths: 1. Employees will know and understand why reviews and raises aren t given (seeing up the chain appreciating how much management has on its plate). Reality: Employee s view is limited by their position in the company and access to business information and performance reports. Employees, generally, don't care about how challenging management's job is. More importantly, it isn't the employee's job to care. It is management's job to care and lead. 2. Employees leave jobs for better pay. Reality: Most employees leave bad relationships with bosses. 3. Management will know why people leave. Reality: Most employees don t tell their employer the "real" reason. As an employer if there is high turnover in a particular department or within your company, it is likely not because the employee s are out for a bigger buck. It is likely a poor working relationship with the boss or because the employee s feel underutilized and not recognized. Since most employers never know why, no corrections or improvements are made. 4. Compensation is the most important factor for employee job satisfaction. Reality: Compensation is a factor, but not THE factor in employee job satisfaction. Feeling valued in the workplace & opportunities for career progression are the key factors to employee satisfaction and retention. 5. Good technicians make good managers. Reality: Management/people skills are learned and must be honed. Even the best people person may feel ill equipped to address conflict among co-workers. If a manager lacks conflict management skills, he or she will be a poor manager. I guarantee it. Page 1 of 5

2 6. "Employees are grown-ups who should be able to deal with their own issues. Management does not need to get involved with personality conflicts". Reality: Addressing conflict among employees and having uncomfortable conversation REALLY is management's job and the number one expectation your employees have of a manager. Employees may like a manager who is a "nice guy." However, employees do not respect managers unless who fail to make the tough calls and get involved. 7. Good managers will figure it how to manage. Reality: Managers need role models, mentors, and training. Some may figure it out but at what cost? Employee dissatisfaction, turnover, lost opportunity costs 8. Internal programs are enough to train new managers and supervisors. Reality: Often these programs focus of the expectations the company has on managers, not management skills. Or are often offered periodically & only after someone has been promoted. 9. People problems: Send it to HR. They will deal with it! Reality: Human Resource Professionals are great assets, but they are not a one-stop shop for all workplace problems. Employees want and need managers to take a lead in addressing performance issues, co-worker tension, and behavior issues. 10. There are only bullies on playgrounds. Reality: Bullying is a huge problem in the workplace. The impact is lost productivity, increased absenteeism, complaints of harassment and discrimination. 11. "It s my company. I get to make the rules!" Reality: Yes!!! But owners can t break the law. All owners and high level managers must be familiar with the rights of employees and the responsibilities of owners. 12. Vacation is a benefit, not a right. Reality: True! An employer is not obligated to provide any type of benefit-vacation, insurance, or sick days. Overtime is required by law for those who meet the statutory requirements of a non-exempt employee. Action Tools The following action tools are designed to help both employers and employees identify and debunk myths that negatively impact the workplace. 1. Review the 11 myths and 1 truth. 2. Checkmark the myths that you hold or that the employee or management group holds. 3. Share your list with your workgroup, direct manager or your Human Resources Department. Print off the article and say "I think that this myth might be going on here. What can we do about it?" 4. Begin the discussion. Decide on 1 thing that can be done to debunk 1 myth. 5. Do it. It is better to do one thing than attempt many. Try these action tools. You will likely be surprised at how Page 2 of 5

3 many of these myths are present at your workplace and are influencing workplace relationships. Ask Carol I regularly field questions from clients and conference participants. You know those off-to-the-side sort of questions that you are dying to get some feedback on. Here is your chance to pick my brain for FREE. Send me your questions about workplace tension, challenges with working relationships, how to over come bad "Mojo" at work. Q: Why are smaller workgroups harder to manage? I have managed groups of hundreds. But the smaller groups of seem so much harder. A: This question comes up a lot. Here is my take: In smaller groups there is no place to hide and people expect more individual attention. Additionally, smaller groups expect more of each other and of their management. In large groups, an employee knows that they are one of many. Rules and guidelines are fairly well known. If you don t like someone or they don t like you, interaction can be minimal and not a big deal. Smaller work groups tend not to have formal rules of engagement. How things are done is much more ad hoc. More importantly, small workgroups function or dysfunctions more like a family. Quirks in personality are known and more endearing or irritating because interaction is a daily thing. If interaction is minimized, everyone knows and starts taking sides or tries to ignore the situation. Feedback This feedback comes from the Conflict Management Strategies Blog, specifically the post "What Great Employers Know". If you have some feedback on the enews or want to make a post to the Blog. Go for it!!! "It sounds like a cliché, but managers should communicate, communicate, communicate. Even if you have little to share, tell people you ll tell them what you can, and then tell them more when you can. Communicate in writing, orally, in big meetings and one-on-one conversations. Share as much information as you can as soon as you can, and don t wait to be asked." Carol Responds: I totally agree. Small bits of no big deal stuff help employees understand what is going on and why. Page 3 of 5

4 That s worth repeating "Hostility destroys community." -- Amish saying Blog Announcement There are new "The Workplace Conflict Expert Says" blogs. Check them out! Interesting stuff on Gender and Conflict. Workplace "Crazy Makers at Work", "Avoiding Claims of Sex Harassment", "Work/Life Balance is a Myth!" Check them out. Post your comments. Continue the conversation. Blog >> enews Archive Have you missed an Enews? Are you a new reader and what even more Action Tools to manage conflict at work and in life? Check out the enews Archive for past articles and Action Tools. enews Archive >> Recommended Reading The Disgruntled Employee by Peter Morris. I found a blurb about this book in the September issue of Pink magazine. It sounded intriguing. The Editorial Product review from Amazon.com says: "Using sample scenarios, workplace quizzes, and actual examples from Morris's show, you'll learn how to create a harmonious workplace and how to turn disgruntled workers into productive, committed employees." Check it out. Page 4 of 5

5 Where's Carol??? July 1, If you MISSED it. The Audio Conference is for Sale on the PBB Website. Professional Audio Conferences Stopping Conflict From Destroying Your Organization-For Your Supervisors October 2, 2008 Automotive Service Association of Washington State Tacoma, WA Conflict Management Tools for the Automotive Professional October 15, 2008 American Association of School Personnel-National Conference Seattle WA The Roadmap to Resolution for the School HR Professional Do you want to bring a dynamic speaker to your organization or conference? Carol is scheduling engagements for Call or now to bring Carol to you! (253) ContactUs@ManagingConflict.com Visit our Resources page for free articles and tips on resolving conflict at work. Page 5 of 5